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Compensation Implications of Compressed Workweek
Non-exempt employees: Under
a compressed workweek, as long as a non-exempt employee
works no more than 40 hours in a work week, there should be no
effect on compensation. There
are times, however, that employees working compressed workweeks
will need to work on a “flex” day or otherwise exceed their
scheduled hours. When this occurs for non-exempts, they
should be paid premium overtime when they exceed 40 hours in a
week.
Exempt employees:
If an exempt employee on a compressed workweek
works a "flex" day, it should be treated in the same
manner and spirit as other exempt employees who work outside
their regular schedule. Exempt employees often work week-ends or
evenings because of work demands without receiving an alternate
day off.
Managers have tools to recognize extra effort if
appropriate, including a slight change in the schedule for that
week. The decision should be based on the impact on coworkers
and other key contacts. A manager should respect an employee’s
compressed schedule when setting the time for meetings, etc.
If employees have to come in on a “flex” day on an
ongoing basis, the employee and department head may need to
revisit the schedule to determine if it is feasible for the job
and the employee.
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